Performance Rating Systems

1/ Explain the value of documentation in performance rating systems and how it can create change in the organization.

2/ Select an athlete from the national football league and study the performance trends of his career. Once you have reviewed his performance trends, provide three bullets about how his career has been successful in the form of positive performance feedback.

3/ Provide three (if possible) bullets of negative performance feedback to help the athlete of your choice improve his game over time.

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1) Documenting and recording the performance of employees is a key in an employee's performance evaluations and salary appraisals. The performance evaluations have a huge impact and justification on salary increases, promotions, training needs, identifying employee's strengths and weaknesses and as backup whenever supporting documentation is needed for corrective actions. Organizations that have failed performance rating systems have a few attributes: fail to give ...

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The expert explains the value of documentation in performance rating systems.

Evaluating employee performance is extremely important, and most employers have timelines and standard practices for completing this component. You noted the following three components:
1. Individual task outcomes
2. Behavior

A job, consisting of four elements, was randomly observed five times for a time study. The following table shows the results (figures are in seconds):
Work Elements Observations PerformanceRating
1. Prepare patty 40 41 50 48 36

Review the document titled "Job Analysis-Based Performance Appraisal," in order to respond to the following question.
What are the major purposes of a performance management system? How do these purposes connect in critical ways with training and development, compensation strategy, and the overall organizational mission and

Peter Rourke, a loan processor at Wentworth Bank, has been timed performing four work elements, with the results shown in the following table. The allowances for tasks such as tis are personal. 7%; fatigue, 10%; and delay, 3%
TASK PERFORMANCE OBSERVATIONS (MINU